There’s no doubt, the last two years has turned any assumptions we had about the world of work on their head. Disruption abounds, and employers are working even harder to support their staff who, through challenging times are always their greatest asset. Just when we thought the transition of working at home was the biggest challenge, the return to the workplace or a hybrid work environment transition may be an even greater challenge.
The Great Resignation is causing havoc and organizations across the globe are realizing it is more crucial than ever to prioritize diversity, equality, and inclusion (DEI) interventions that are effective. The Black Lives Matter movement has also placed greater emphasis on the importance of diversity and inclusion programs and, while the fight against racism is nothing new, the awareness that more education and action is needed is palpable.
According to CHRO Insights from PWC’s Our Workforce Pulse Survey of 1515 US employees, Chief Human Resource Officers (CHROs) are considering how the world has changed and what employees want. Almost half (49%) of the HR leaders said they’re driving inclusive leadership at their organizations by stepping up efforts to create more inclusive cultures, and empowering employees to make a difference.
Here are a few key takeaways from conversations with Human Resource leaders on diversity, equity, and inclusion.
Employee Engagement
Understanding employee sentiment in a remote work or hybrid work environment requires digital transformation. A diversity and inclusion executive from a large retailer in the US told us her transformation started with getting the right tech to collect the data and ensure engagement is seamless. “An analytics dashboard helped our team better understand how our employees are feeling and whether we are creating an environment of belonging.” Machine learning is also helping HR leaders find employees who think differently to work on a project or reveal candidates you might have never looked for. As we all strive to deliver true change within our organizations, analytics can help you identify issues, remedy them, and create an inclusive environment.
Leadership
Demonstrable action needs to come from the top, yet getting leadership buy-in at the highest levels can be challenging. It requires showing the direct correlation between employee discontent and its impact on the business. There is a direct correlation to how your employees feel and business success. High attrition leads to missed opportunities and market share. The head of HR for a global software company told us, “We are using technology to give everyone a seat at the table and provide ‘be heard’ sessions, our leadership are and will always be a part of those conversations. We are also utilizing unconscious bias training in hiring. What we’re seeing is we’re able to provide targeted intervention to talent-decision makers.”
D&I Journey Questions:
· What actions can I take to harness a culture of inclusion and belonging in these unprecedented times?
· How can taking care of my employees improve job performance, staff turnover, and, as a result reduce costs?
· How can I transform our diversity, inclusion, and belonging practices and take it to the next level?
GDS Summits are tailored 3-day virtual event conferences that bring together business leaders and solution providers to accelerate sales cycles, industry conversations and outcomes. Regarding the HR Digital Summit 88% of Delegates said the overall experience of the Digital Summit they attended was either Above Average or Excellent and 100% of Delegates said the Digital Summit provided them with actionable outcomes to support their current initiatives.
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